Q: We are in the process of updating its employee handbook and the lawyers are suggesting a drug feee workplace policy that includes a section I wanted you guys to review to make sure it is compliant with federal law and our FFL. ?The Company will do its best to make reasonable accommodations for the medical needs of an Employee who uses marijuana for medical purposes. However, in light of the nature of the services provided by the Company and the activities engaged in at the Range, there are restrictions on the amount of accommodations the Company can make. An accommodation of an Employee?s usage is not ?reasonable? if it poses a threat of harm or danger to persons or property; it imposes an undue hardship on the Employer; or if it prohibits the Employee from fulfilling any and all of his or her job responsibilities.? Thoughts? Can this be allowed anywhere in the company (ie employees with no access to or control of firearms)? Do we need to be more specific that this will not be allowed in anyway for employees with access and control of firearms?
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